Call for Writers!
Have an idea for a blog article regarding physician leadership? We would love to hear from you! Feel free to send your ideas to me at [email protected]
Read MoreHave an idea for a blog article regarding physician leadership? We would love to hear from you! Feel free to send your ideas to me at [email protected]
Read MoreWith COVID-19, everything gets amplified 10-fold.
It’s easy to see why many feel like they’ve lost their passion and even forget why they became physicians in the first place. The sad truth is that it may drive some to leave clinical practice, or worse.
What can you do to regain that feeling of being excited to get up in the morning? How can you regain control of the career you worked so hard to acquire?
It’s difficult for potential employers to pull the trigger on someone for a leadership role without a history or track record of success. With that in mind, you have to demonstrate to them you have the drive and passion that’s helped you prepare and execute a plan to get you the experience and skill sets needed to be successful in a leadership role.
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Elsie Koh, Chief Medical Officer at American Endovascular & Amputation Prevention and Founder of LEAD Physician and Kurt Scott, Founder & CEO at the Physician Leadership Career Network
Read MoreI wrote this article a few years ago but actually, I could have written it 20 years or even 30 years ago…
Over the years, many things have changed in the field of physician recruitment. This topic, however, has not. It is consistently, (year after year), the most stated reason for not signing the physicians you want and need. Here are the things you can do to “Recruit More Physicians Now”
This podcast is an expansion of our last blog on “Creating Your Vision Statement.” Thank you Dr. Koh and Niels Andersen for Hosting and participating in this important discussion! “Greetings,I…
Read MorePhysician leaders being recruited into new leadership positions go through a long and detailed process, allowing the organization to evaluate, pontificate, and eliminate… whittling down their candidate pool to their top finalists. At this point, all the candidates who remain standing are qualified and considered strong potentials for the position, right? What motivates them to select one over the others? Often, it may come down to personality, “fit”, chemistry or some other intangible. What we are laying out for you is a way to give the search committee and C-Suite something tangible to base their decision on. You are going to present to them, the thing they wish they had… a crystal ball. It’s called the “Vision Statement.”
Read MoreMy last article was to help organization’s look at a new process to help them evaluate their top three finalists. This time, let’s look at it from the candidate’s point of view. How do you as a candidate create your best chance of getting into the top 3 finalists?
Read MoreYour Executive Search Committee has narrowed down the candidate pool to the top 3 candidates. There will be a whole host of reasons the top three are in the mix but some of those reasons may not increase the likelihood of success in moving the department/organization forward. Reasons could include the one least likely to make significant changes, or the one most liked, or an internal candidate that everyone knows and are comfortable with. How do you significantly increase your chances of selecting the “best”? Here’s your “crystal ball”…
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